How to Give Feedback That Employees Can Actually Do Something With

Photo by John Schnobrich on Unsplash

Feedback is an essential tool for growth and development in the workplace. Providing constructive feedback can help employees understand their strengths and areas for improvement, and ultimately, achieve their full potential. However, giving feedback is a skill that not everyone has mastered, and poorly delivered feedback can cause more harm than good. In this blog post, we will explore some practical tips for giving feedback that employees can actually use to enhance their performance.

1. Be Specific:

Specific feedback is more actionable and effective than general feedback. Instead of saying, "Good job," be specific about what the employee did well, such as "Your presentation was well-structured and engaging. You kept the audience interested throughout." Similarly, when giving feedback on areas for improvement, provide specific examples and suggestions for how to improve.

2. Focus on Behavior, Not Personality:

Feedback should be focused on the employee's behavior, not their personality or character. Avoid making personal attacks or judgments and stick to discussing specific actions or outcomes. This approach keeps the conversation objective and focused on the employee's performance.

3. DON’T Use the Sandwich Method:

The sandwich method is a popular feedback technique that involves sandwiching constructive criticism between positive comments. For example, "You did an excellent job with the client presentation. One area for improvement could be to provide more detail on the project timeline. However, your communication skills were impressive throughout the presentation." This approach attempts to balance positive and negative feedback with the hope of generating motivation, yet often misses the mark. Instead, a feedback sandwich creates confusion and muddies both the positive and constructive feedback.

4. Do it ASAP

Feedback should be given as soon as possible after the observed behavior. Delayed feedback can be less effective, as the employee may not remember the details or may have already moved on to other tasks. Immediate feedback allows for more impactful and relevant conversations.

5. Talk It Out

Feedback should be a two-way conversation, not a one-sided lecture. Encourage the employee to ask questions, provide feedback on the feedback, and offer their perspective. This approach fosters a sense of collaboration and promotes a growth mindset.

6. DON’T Immediately Offer Solutions

When providing feedback on areas for improvement, it’s easy to offer your own ideas for solutions and suggestions for how an employee can improve. While this approach provides actionable steps for the employee to take, it creates a dependency on the manager to provide the answers. Feedback is an opportunity to put your coaching hat on and give employees space to come up with their own solutions.

7. Hold Everyone Accountable, Including Yourself

Following up on feedback shows that you are invested in the employee's growth and development. Check in regularly to see how they are progressing, provide additional support or guidance, and offer positive reinforcement for progress made.

Effective feedback is a powerful tool for employee growth and development. By using these practical tips, you can give feedback that employees can actually use to enhance their performance. Remember, feedback is not a one-time event but an ongoing process of continuous improvement. As a manager or leader, investing time and effort in providing constructive feedback can lead to a more engaged and motivated workforce.